University Assignment: Generating Innovative Thinking and Creativity

This assignment explores the generation of innovative thinking and creativity, covering various techniques and their applications. It delves into idea generation, emphasizing the importance of a strong knowledge base and group dynamics. The solution addresses specific tasks, including divergent and convergent tools, mind mapping, brainstorming, and lateral thinking. It also examines the necessity of creativity in the workplace, the role of innovation, and the impact of risk management. Furthermore, the assignment highlights the importance of employee engagement, supportive environments, and the implementation of technology for seamless information flow and enhanced collaboration within an organization. The assignment also includes references to relevant research and publications.

Running head: GENERATE INNOVATIVE THINKING AND CREATIVITY
Generate innovative thinking and creativity
Name of the student:
Name of the university:
Author note:

1GENERATE INNOVATIVE THINKING AND CREATIVITY
Table of Contents
Task 2.1......................................................................................................................................2
Task 2.2......................................................................................................................................3
Task 2.3......................................................................................................................................4
Task 2.4......................................................................................................................................4
Task 2.5......................................................................................................................................5

2GENERATE INNOVATIVE THINKING AND CREATIVITY
Task 2.1
Solution: - Standard idea-generation techniques target combining or adapting existing ideas.
this may actually generate results. But here, our focus is on arming you with tools that assist
you leap onto a very completely different plane. These approaches push your mind to forge
new connections, suppose otherwise and consider new views.
A word of caution – whereas these techniques are very effective, they will solely
succeed if they are backed by wealthy information of the realm you are functioning on. this
suggests that if you are not ready with adequate data concerning the difficulty, you are
unlikely to come back up with an excellent plan even by exploitation the techniques listed
here. Incidentally, these techniques are often applied to spark creative thinking in cluster
settings and group action sessions further.
Group works has a great influence in over all the result of any project. If we take in
considerations that this group is working in a team spirit, otherwise, the result will come
negatively. The question is, is it a good idea to work with someone who has not has any
democratic view with his co-worker. Besides, he gets a strongly support the supervisor? I
personally think it is a bad idea to be a participant in such project for many reasons.
First of all, in such a situation, no freedom in opinion exchange between me and my peer. As
he will be insisted on his opinion and never take mine even if my one has the right direction
which will help in built our project to right path. We can understand this situation more
clearly according to what happen to my brother when he had to finish project with one of his
peer in economic company specialized in selling a trade clothes marks. His friend’s idea was
strongly supported by his supervisor and never takes my brother ideas in consideration but
this have a negative impact on the company and cost the company a lot of many as their
marketing for these clothes failed to reach the expected result. We can tell many opinions and

3GENERATE INNOVATIVE THINKING AND CREATIVITY
idea should be taken in consideration to prevent a dramatics result. In addition, the end
decision will be to this person side and I should follow him no matter if I have a different
perspectives. This in my opinion will delete my personality not only in such a project but also
in future as I will always hesitate to express my opinion thinking I will end with a bad
decision and harm me psychology. In sum, I personally feel it is a bad idea to work in project
with person get supported for his idea from our supervisor as he always believes that he has
the right decision and not accept to listen in my opinion and this will effect on my decision in
any future projects as I will feel not sure about my opinion anymore. I feel it is better to keep
our opinions shared and respected by all members in the group and the supervisors should
always give equal opportunities for all.
 The evidence of consulting includes –
 Name and position of the personnel involved:
 Date of meeting/session:
 Points discussed in the session:
 Signature of the attendees:
Task 2.2
Solution: - A range of tools and techniques in order to identify further ideas for the
innovation are –
1) Divergent tool
2) Convergent tool
3) Mind mapping techniques
4) Lateral thinking techniques
5) Brainstorming
6) Changing perspective

4GENERATE INNOVATIVE THINKING AND CREATIVITY
Task 2.3
Solution: - Creativity is necessary in the workplace if someone want to keep the momentum
going of rising its business throughout the year (Ghosh, 2015). At present, there are many
organisations who offer their employees a funky, cool and creative environment in order to
help them spark their creative thinking and relax to get their respective projects moving up
forward. Even some organisations arrange a brainstorming session before going into any new
projects for allowing the employees to build as well as to participate on a specific project.
This process creates a lot of engagement among the team members as it is involved in the
process of creativeness. Innovation makes a sense if it is implemented. For the
implementation, funds is required and if there is a lack of fund then it arise as a barrier for the
innovation (Howaldt et al., 2016). The impact of risk management while implementing
innovations within an organisation is growing on a constant basis as it has power on the
leading position of the company by making a rise in its competition in the international and
domestic markets.
Task 2.4
Solution: - The name of the driver is to make everyone engaged in the process of innovation.
Innovation should be a part of the job of everyone. The position where they work is does not
matter in the value chain, they can made to the contribution to the creation of new value. To
make a flow in their job, they will need tools and skills for innovation. When they are using
these skills, supportiveness should be the motto. Even if there is any failed case, productivity
should be thought as an innovation. Everyone struggles a bit to be productive in the work.
They are having required tools and skills to become more productive. Managers appraise
them on their level of productivity (Samnani & Singh, 2014). Everyone should treat the
method of innovation in the similar way. When everyone become responsible for the method
of innovation, innovation happens then and there.

5GENERATE INNOVATIVE THINKING AND CREATIVITY
Task 2.5
Solution: - The one innovative practice which I can implement at my workplace is: -
Execution of technology for association
A real successful organizations of innovation participate in an effective infrastructure
of IT that permits smooth information flow. A seamless information sharing are confirmed by
such a system as well as the system confirmed accession to ideas which results in better
engagement as well as developed association within the organization (Kim & Park, 2017).

6GENERATE INNOVATIVE THINKING AND CREATIVITY
References
Howaldt, J., Oeij, P. R., Dhondt, S., & Fruytier, B. (2016). Workplace innovation and social
innovation: an introduction. World Review of Entrepreneurship, Management and
Sustainable Development, 12(1), 1-12.
Kim, W., & Park, J. (2017). Examining structural relationships between work engagement,
organizational procedural justice, knowledge sharing, and innovative work behavior
for sustainable organizations. Sustainability, 9(2), 205.
Samnani, A. K., & Singh, P. (2014). Performance-enhancing compensation practices and
employee productivity: The role of workplace bullying. Human Resource
Management Review, 24(1), 5-16.
Ghosh, K. (2015). Developing organizational creativity and innovation: toward a model of
self-leadership, employee creativity, creativity climate and workplace innovative
orientation. Management Research Review, 38(11), 1126-1148.